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Now is the best time to start a 401(k). New secure act Tax credits can help you save money by maximizing the tax credit enhancements now offered. Let us guide you.

The smaller the business, the less likely it is to offer a retirement plan. According to data gathered by SCORE, 28% of businesses with less than 10 employees offer retirement plans. In contrast, 87% of businesses with over 100 employees offer them as part of their benefits mix. This is now all changing.

The “SECURE Act” is changing that and giving companies an unprecedented opportunity to begin a 401k at lower costs than ever before. 

This is why so many companies are scrambling to create PEPs that may not be the best option for you. TAG Resources created the way pooled solutions work today. Put your trust in the company who originally paved the way for PEPs. TAG Resources.

“Qualified startup costs” include the ordinary and necessary costs that a small business incurs to:

  • Set up and administer a qualifying retirement plan, and 
  • Educate employees about the plan.

The SECURE Act permits an eligible small business to claim a tax credit for adopting a new 401(k) plan and/or a new automatic enrollment feature.

  • Qualified startup costs – Before the SECURE Act, a small business could claim a tax credit equal to 50% of their “qualified startup costs,” up to a $500 limit. Now, the limit is the greater of (1) $500 or (2) the lesser of (a) $250 multiplied by the number of non-Highly Compensated Employees (non-HCEs) eligible for plan participation or (b) $5,000. This credit is available for up to three years.
  • Automatic enrollment – Small businesses can earn an additional $500 tax credit by adding an automatic enrollment feature to a new or existing 401(k) plan. The credit is available for each of the first three years the feature is effective.

When combined, these credits can total up to $5,500 per year up to 3 years.

To be eligible, you must meet 3 requirements:

  • Have 100 or fewer employees who were paid at least $5,000 in compensation by you in the preceding year;
  • Cover at least one non-HCE with your retirement plan; and
  • In the 3 tax years before the first year you’re eligible for the credit, your employees weren’t substantially the same employees who received contributions or accrued benefits in another retirement plan sponsored by you, a member of a controlled group that includes you, or a predecessor of either.

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Tap into the power of Partnership for your retirement plan

We do all this, so you don’t have to

1

Efficient plan administration

• Frees your staff from administrative tasks • Provides you with ERISA experts for plan design and compliance
• Leverages outside investment expertise
• Provides plan sponsor website and reporting

2

Award-winning personalized participant experience

• Easy online enrollment • Robust website with retirement planning guidance and financial wellness tools • Targeted participant engagement program

3

Managed fiduciary risk

• TAG Resources 3(16) plan administrator fiduciary • TAG Resources named 402(a) sponsor fiduciary • Wilshire 3(38) investment lineup fiduciary • John Hancock Cybersecurity Guarantee

We make retirement plans work.

We can evaluate your current plan or provide you the best option for a new one.

Someone will be reaching out shortly to give you a professional assessment of your current plan or help you understand the best options for you or your company.